2901 - Workforce and Succession Plan Requirements (Historical View)

** Effective: 3/6/2024 11:34:05 AM - Present **

Status: Active

Change Notes

Authorized By Contact updated: Removed fax number 03/06/2024 TLH

Category

Workforce Planning

Audience List

Synopsis

This policy applies to California state organizations that have civil service employees. This policy requires organizations to:

Introduction

CalHR requires state organizations with civil service employees to maintain and submit current workforce and succession management plan(s) and conduct annual evaluation of these plans. Moreover, CalHR requires state organizations respond to an annual compliance survey that reflects the status of their workforce and succession management plan(s), substantiation of how the plan(s) align with strategic and WFA goals, any Underutilization Plan, any workforce-related risk control identified in the organization’s SLAA report and provide a mid-point report on plan implementation status.

Organizations conduct an annual WFA that identifies any areas of significant underutilization which requires an Underutilization Plan to identify the recruitment and retention strategies to address the underutilizations. SLAA reports may also identify workforce-related risks and controls for those risks identified. Effective workforce planning requires accounting for the WFA, Underutilization Plan, and any workforce-related risks reported in SLAA when developing workforce planning or succession management strategies.

Workforce and succession management planning are critical to organizations’ ability to recruit and retain a well-skilled, diverse, and inclusive workforce. The WFA, Underutilization plans, and any workforce-related risks and controls included in the SLAA report help inform your workforce gaps and risks as well as the strategies to address them. Identifying and addressing potential gaps and risks will help ensure the necessary talent and skills needed to achieve organizational strategic objectives. In support of this policy, CalHR provides guidance and resources to develop and conduct effective workforce planning and succession management.

Statement

CalHR requires all state organizations with civil service employees to: 

In support of this policy, CalHR will annually track the status of each organization’s workforce and succession management plan(s), submission of plans, and responses to annual compliance survey.

Application

State organizations are expected to understand how their strategic and WFA goals, Underutilization Plan, and any workforce-related risk controls in SLAA reporting align with workforce and succession management planning. They should also consider the workforce implications of their present and future business operations and have a workforce and succession management plan that includes annual evaluation of plan(s) to ensure a capable, diverse, and inclusive workforce.

Workforce Plan Requirements

To meet the minimum requirements a workforce plan must include the following (listed in order that they appear in the template, not in order of importance):

The Workforce Plan Checklist, found in the “Evaluate Workforce and Succession Plan” section of the Workforce Planning Toolkit, offers a comprehensive overview of the Workforce Plan requirements. Additionally, the “Guides & Templates” section includes a structured Workforce Plan template to ensure all crucial components are incorporated.

Succession Management Plan Requirements

To meet the minimum requirements a succession management plan must include the following (listed in order that they appear in the template, not in order of importance):

The Succession Plan Checklist, found in the "Evaluate Workforce and Succession Plan" section of the Workforce Planning Toolkit, offers a comprehensive overview of the Succession Management Plan requirements. Additionally, the "Guides & Templates" section includes a structured Succession Management Plan template to ensure all crucial components are incorporated.

Annual Reporting Instructions

The process for organizations to report on the status of plans, submit completed plan(s), and plan updates to CalHR is as follows:

  1. CalHR distributes an annual compliance survey to department directors in July.
  2. Organizations complete the survey indicating the status of plan(s) and substantiation of how plan aligns with strategic and WFA goals, any Underutilization Plan, any workforce-related risks and controls included in SLAA report, and any mid-point report on implementation status.
  3. CalHR posts statewide results on the Current Workforce and Succession Management Plan Status webpage.

Additional information is detailed on the Current Workforce and Succession Management Plan Status webpage (link under Resources below).

Authorities

Resources

Web Pages

Authorized By

Sarah Gessler
Chief, Workforce Development Division, Workforce Development Division

Contact Person

Sarah Gessler
Chief, Workforce Development Division,
Phone: 916-324-9391
Email: sarah.gessler@calhr.ca.gov

Superseded Policies

Not Applicable.